Research Of The Overall Compensation System Of RK Co. Ltd

With the sustained and rapid development of social economy, The compensation system of many companies can’t adapt to the development of the speed and scale, instead of restricting the further development of the company. This arcticle combines the motivation theories and the theory of compensation with the specific case of RK Co. LTD. This article analyses the problem of the enterprise personnel salary management through the literature research, qualitative research method, comparative method, investigation method and research methods, discusses the the advantages and disadvantages of building overall compensation system by the multi-angle comprehensive research, on this basis, formulates compensation system for the company’s strategic needs, the combination of intrinsic motivation with extrinsic motivation, and applicate as a case of overall compensation strategy. The author hopes to give a reference for similar compensation management practice.At first, this arcticle expounds the relevant concepts of compensation theory, and summarizes the key of the the overall compensation theory of the core staff, then further makes the definition of the core staff, and designs the overall compensation management system, mainly from two aspects of external and internal incentive to establish reasonable mechanism of incentive and maintain company’s core staff:in terms of external compensation, this arcticle mainly includes two parts:the first is to establish the KPI performance appraisal system, makes the combination of the core staff’s contribution degree and the KPI assessment index, further linked to performance-related pay, in order to enhance the core staff incentive; The second is to establish the system of stock option and combine with the market index, on the one hand, expands the stock option grant and the width of the core staff, on the other hand, combines with the market objective law, with its play to the role of the incentive, for example, the issuance of stock options to pass the company and a rival in the region of the related development index after comparing to determine whether or not to issue further, this determines the core staff to deliver on their stock options, must be in office trying to improve their work efficiency, enhances the competitiveness of enterprises, and catchs up with rivals. Internal pay, pays attention to the core staff of high level requirements, such as personal achievement and honor, pay attention to strengthen the core staff to enterprise’s identity and sense of belonging.